Looking beyond age-based stereotypes to find common ground can help set your company ahead.

There has never been a multigenerational workforce like the one that exists today. With five generations spanning the work community, from those preparing to retire to those stepping into leadership or entering the workforce, leading teams of people from various generations is a must. Each generation has experienced different formative events and cultural shifts that shape their attitudes, opinions, and values. Of course, your team is bound to be diverse. 

How does dealing with such differences affect companies today? What can business owners and managers do to better integrate employees from different generations who may not see eye to eye?

This post explores the current generational makeup of the workforce, why business owners should prioritize understanding generational differences, and key insights to successfully manage expectations across multiple generations.  

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Each generation is unique. 

Traditionalists, also known as the Silent Generation (born before 1945), make up just 2% of the workforce today. Baby Boomers (1946–1964) heading toward retirement account for 25%. Generation X (1965–1980) represents 33% and is steadily moving into new leadership roles. Meanwhile, according to the Pew Research Center, Millennials (1981–2000) now form the largest share of the workforce at 35%. Gen Z (2001–2020) is just beginning to enter the job market, currently making up 5% of the workforce.

‍Each generation brings unique perspectives shaped by the events of their time. 

• Traditionalists grew up during the Great Depression and World War II, valuing discipline, hard work, and loyalty. 
• Baby Boomers were shaped by post-war prosperity, the Civil Rights Movement, and the rise of television, fostering a strong work ethic and competitive spirit. 
• Gen Xers experienced economic downturns, the rise of personal computing, and changing family dynamics, making them independent, adaptable, and somewhat tech-savvy. 
• Millennials, who came of age during the 9/11 attacks, the digital revolution, and the rise of the internet, prioritize work-life balance, collaboration, and purpose-driven careers. 
• Gen Z, the first fully digital-native generation, has been influenced by social media's instant gratification and global connectivity's impact, bringing a fresh perspective on diversity, innovation, and social responsibility in the workplace.

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Why should you embrace different generations?

The short answer is simple: there's no way around it. As people approach retirement or succession planning, younger generations are in their prime to step in and take over the work or the leadership of the company. That’s just the reality. Failing to recognize this shift can put your company at a disadvantage and leave it struggling to keep up. 

‍An age-diverse workforce boosts employee performance and reduces turnover—both of which directly impact your bottom line. In fact, studies show that both older and younger workers excel when they collaborate.  Each group brings innovative ideas and approaches to problem-solving, creativity, and strategy to help their companies grow. 

Key HR Insights for Managing Multigenerational Workforces

Working with every generation provides ample opportunity to learn about your employees and help them grow as people. 

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Workforces are relational. 

Even with the onslaught of AI technology and its use within the working world, people are still relational beings. Hiring new people with high relational competencies and training employees to improve their understanding of relationship dynamics will make a noticeable difference in their productivity and your overall company culture. 

At Syndeo, this idea took shape when we adapted and got creative in our hiring practices. We looked for candidates who could not only fulfill our desired role but who could also personally grow with the new work required of them. This employee-centric hiring mindset continues to position our leadership to serve our employees who, in turn, are empowered to provide outstanding customer service to our clients. 

In addition to creative hiring strategies, employee engagement surveys are a useful tool for evaluating employees’ perspectives, needs, and aspirations within the workplace. These surveys provide a platform for employees, particularly from generations less likely to voice their opinions publicly or on social media, to share their thoughts. The insights gathered can spark meaningful conversations within your company, helping to address diverse viewpoints and ensure everyone’s voice is heard.

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Communication makes it happen.

Fostering strong communication and active listening is essential for breaking through limiting beliefs like stereotypes. Your employees will feel a stronger sense of belonging when they feel seen and heard. While communication styles vary among different generations, they also vary by person. Some Boomers appreciate the efficiency of texting, and some Millenials find that a personal phone call can make the difference in a sale. 

While remote environments offer employees a great deal of flexibility, they can also easily contribute to miscommunication, especially if some employees lack confidence in their technology skills. 

Leaning into alternative ways of connecting can be a great strategy when working in challenging environments. Don’t send all your communication via one channel—emails, text messages, and in-person communication should all be used to reach different employees. (Plus, it gives your employees more contact with your message, reinforcing awareness.)

Platforms like Microsoft Teams, Google Meet, Zoom, and Slack offer diverse communication tools. Complex issues may be best handled via email, for example, while group chats can streamline problem-solving more efficiently than long email threads. Depending on your employees’ experience and comfort level with technology, these tools offer more options for better team collaboration. 

Finding a way to align the communication preferences of your employees with what makes sense to use given the options available can be a challenge for leaders. But nailing it down lays out clear communication expectations for team members and fosters teamwork by keeping everyone on the same page.

Offering opportunities for employees of different ages to learn new technologies will help spark their confidence and increase their contribution to workplace innovation, synergy, and overall productivity. 

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Use stereotypes to your advantage—challenge them!

While generational stereotypes might facilitate understanding your employees' experiences that shape their perspective, they may not offer the full picture of each employee. Business owners and managers must acknowledge the limits of stereotypes to be able to look beyond them.

Even though Baby Boomers are typically stereotyped as struggling to handle new technologies, for example, not all Boomers resist the change technology has brought to the workforce. At the same time, just because Gen Zers have grown up with technology in their pockets, doesn’t mean they are averse to face-to-face conversations. 

Most importantly, recognizing each individual’s needs and strengths will go a long way to fostering understanding and cohesion within your workplace. Look for where your employees break the stereotypical generation mold. Anticipate it. Acknowledge it. Nudge it along, as it is an indicator of personal growth for your employee.

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Focus on similarities; work to minimize differences.

Each generation has experienced distinct, era-defining events at different life stages, shaping perspectives that may sometimes appear to be at odds. But is that really true? Millennials, for example, are widely known for prioritizing sustainability, but they are not the only generation to care about the environment. Late Boomers and Gen Xers led the environmental movement of the 1970s.

The conversation boils down to finding commonalities. Identifying ways each generation shares perspectives can help unify your workforce around shared values. By reframing how we talk about potentially divisive issues, we can realize the shared underlying values.  

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Expect challenges by planning to overcome them.‍

It is also important that leadership lead through any changes and friction. Intentionally fostering conversations builds mutual respect among your employees. By cultivating a culture of civility and respect even in the midst of differences, you can encourage your employees to collaborate and solve problems together to achieve the best outcomes and increase productivity. Additionally, mutual mentorship can organically grow in these types of work relationships, where a person of one generation can help another and vice versa. 

The key to the future isn’t choosing one generation over another—it’s learning how to bring them together.

Successfully managing a multigenerational workforce isn’t about balancing competing interests—it’s about harnessing the strengths that each generation brings. Being open-minded and prepared to examine each employee on a personal level, including individual strengths, weaknesses, and contributing life experiences, can help managerial teams better advocate for and help their employees grow. 

Leadership plays a crucial role in bridging generational differences. When companies intentionally cultivate respect, encourage mentorship, and provide opportunities for growth, they pave the way for stronger teams, better collaboration, and long-term success.

Navigating these complexities may feel overwhelming, but you don’t have to do it alone. Partnering with an experienced HR team can provide valuable insights and strategies tailored to your unique workforce. At Syndeo, we help businesses create inclusive, thriving workplaces where employees connect, trust, and grow together—regardless of their generation.

To learn more how Syndeo can help you bring people together, contact your HR Business Partner or our office today. 

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